Seeking insights on leveraging external partnerships for talent pipelines. How is your company collaborating with universities, professional associations, or other organizations to attract and develop talent? What strategies have been most effective, and how are you measuring success? Any innovative approaches or lessons learned to share? 

Our Workforce Programs Department, carved out separate from Talent Acquisition, focuses on the community and academic partnerships, ensuring alignment of the community and academic institutions with our strategic talent goals, assessing ROI, and identifying opportunities for partnerships that help build our pipelines for critical roles. We use a tiered approach to determine which academic institutions to partner with and for nonacademic partnerships, we have some guidelines to help determine which organizations are best to partner with. The guidelines include (anticipated pipeline/hiring, budget, critical/noncritical role alignment, scalability, etc. ). Hiring metrics are primarily used for measures of success.

Answering for the US only, our Talent Aquisition team manages this. They look at our priorities and where we will be hiring and they compare this against where we have been successful to hire talent. This is all plotted out and then all the universities/organizations are given a "tiered" status. This determines how much support and how often we work with them. We also have parts of the business that manage relationships for their specific function, and it's coordinated through a cross functional team. Ultimately, success is engagement and hiring metrics.